How to improve the service capabilities of grassroots civil servants

Grassroots civil servants are the cornerstone of the work of the party and the country. Strengthening the construction of grassroots civil servants is of great significance to consolidating the party's ruling foundation, strengthening relations between cadres and the masses, and promoting scientific development. In our country, many towns and villages are located in poor and remote areas, with harsh natural environments and difficult living conditions, or due to insufficient relevant policy incentives and inadequate safeguards, which has long made it difficult to recruit township civil servants and even more difficult to retain people. How to improve this situation and better motivate and guide the civil servants to take root at the grassroots level?

Rejuvenate the grassroots with policy incentives

How to better motivate and guide the civil servants to take the initiative to devote themselves to the grassroots, Taking root at the grassroots level? After effectively solving the work and life problems of township civil servants such as office work, housing, and children's schooling, it is more important to further increase their salary income, welfare benefits and improve their job promotion channels. In order to gradually solve these problems as soon as possible, the central government attaches great importance to them. In recent years, it has planned to study ways and methods to solve the problems, and formulated and established a scientific and effective increase mechanism for civil servants' salaries; on the basis of extensive and in-depth research, it is establishing and improving the parallel arrangement of cadre positions and ranks. System, coordinate research and improve specific measures to tilt salary and benefits policies towards townships, focusing on grassroots civil servants who have worked in townships for a long time. Improve the method for setting up non-leadership positions for township civil servants, and township civil servants can also be promoted to non-leadership positions. Expand the horizons for the selection of township cadres. According to the needs of township leadership team construction, while selecting township cadres who grew up locally, focus on selecting township leading cadres from outstanding village cadres, college student village officials, and township public service personnel. Relevant departments such as organizational affairs, finance, human resources and social security should strengthen cooperation, form synergy, and increase the selection and use of township cadres. When selecting cadres at the county level and above, priority should be given to cadres with township work experience; when selecting county-level cadres, For members of the party and government leadership teams, priority will be given to cadres with formal experience in township party and government posts.

For civil servants to devote themselves to and take root at the grassroots level is not only an active response to the party and the country’s call to exercise at the grassroots level and promote personal growth and career development, but also cannot be separated from the high attention of central and local leaders and departments at all levels. Keep pace with the times, formulate scientific and reasonable preferential policies, and give full play to the incentive effect of policies.

——Gong Baorui, Department of Assessment and Rewards of the National Civil Service Bureau

“One promotion and one reduction” promotes the grassroots to retain people

It is difficult for grassroots civil servants to recruit people. It’s not that we really can’t recruit people, it’s that we can’t recruit the people we want, and we can’t retain the people we recruit. To solve this problem, we can adopt the "one rise and one fall" approach.

"One liter" means to increase the minimum service years, so as to recruit fewer people who are unwilling to settle down to work at the grassroots level. Nowadays, the service period of grassroots civil servants is generally two to three years. However, because the recruitment requirements of higher-level agencies generally only require two years of work experience, in order to achieve "advance", newly admitted grassroots civil servants often start applying for the exam before they have worked for two years. It is difficult to settle down and work, let alone build relationships with the masses. It is necessary to increase the minimum service period for newly recruited civil servants to more than five years, so that some highly educated graduates will fully consider it when applying for the examination. Since they are admitted to be grassroots civil servants, they must work at the grassroots level for a few years and be truly trained. Establish relationships with the masses; of course, some highly educated graduates will give up the opportunity to apply for civil servants at the grassroots level, which will open up quotas so that those who are truly willing to take root at the grassroots level can be admitted to the civil service ranks and stay at the grassroots level to serve the masses for a long time.

"One reduction" means lowering the academic qualification threshold so that grassroots units can recruit more people who meet the requirements and are willing to engage in front-line work. To engage in grassroots work, most of them are to implement the policies and regulations of superiors, deal directly with the masses, and serve the masses. As long as you have certain reading and writing skills, have affection for the masses, and are willing to learn and work hard, a college degree is enough. But in fact, many units set the academic threshold too high when setting application requirements, and many require a bachelor's degree or above. As a result, people with a college degree or below are often turned away because they do not meet the academic requirements. The Civil Servant Law clearly stipulates that anyone with a high school, technical secondary school or above degree can be admitted as a civil servant, and it is feasible to lower the academic threshold for grassroots public service applications.

——Zheng Tao, Education Practice Office, Hanchuan City, Hubei Province

"Burden reduction" and "capacity expansion" optimize the working environment

We must strive to provide grassroots civil servants with It provides a good platform for officers to start their own businesses and creates an environment that retains people and allows them to feel the value of working at the grassroots level, so that they can take root at the grassroots level and work hard.

We must do a good job of "burden reduction" so that civil servants can work "easily" at the grassroots level. Civil servants at the grassroots level are on the front line of the work of the party and government. They must not only solve problems reported by the masses and mediate disputes among the masses, but also accept tasks assigned by superiors and subordinates and accept various assessments. They have heavy burdens and pressures. Therefore, while strict management, we must strengthen humane care for grassroots civil servants, and strictly implement the "Eight Provisions" and other requirements to reduce the chores they receive and allow them to devote more energy to their work and entrepreneurship. , invest in the work of contacting and serving the masses.

We must do a good job in "capacity expansion" to allow civil servants to do a good job at the grassroots level. Through centralized training, job rotation and other methods, promote high-quality training resources to be tilted to the grassroots to improve the capabilities and quality of grassroots civil servants; tilt funds, technology, projects, information, and policies to the grassroots to provide grassroots civil servants with opportunities to take root at the grassroots and start businesses. A strong support platform to realize personal value in the process of serving the people and promoting development.

——Zhu Jie from the Organization Department of Shapingba District Committee of Chongqing

Pay attention to the "difficulties" and "hopes" of grassroots civil servants

Recently, central leaders have requested that In the party’s mass education practice activities, it focuses on solving the “last mile” problem. The key to fighting "this battle" well is to rely on the combat effectiveness of our grassroots civil servants, the "frontline force", and the focus is to solve the "difficulties" and "hopes" of grassroots civil servants.

Pay attention to "difficulties" and accurately grasp the weaknesses of grassroots civil servants. The "difficulty" lies in the serious loss of key personnel, especially in some towns and villages. Newly recruited young people often do not stay long before passing through open recruitment opportunities at the provincial and municipal levels. As a result, some units have 25 to 35-year-olds. There is a gap or instability in talent between the ages; many grassroots civil servants have multiple jobs. If they encounter work assessment, event creation, investment promotion, land acquisition and demolition, etc., working overtime is commonplace. There is a slogan circulating in some grassroots units: "No rest is guaranteed on Saturdays, and rest on Sundays is not guaranteed."

Solve "hope" and effectively stimulate the motivation source of civil servants to take root at the grassroots level. It is necessary to increase care for grassroots civil servants, reasonably increase the wages and benefits of grassroots civil servants, solve the basic living difficulties of grassroots civil servants, and at the same time strengthen the construction of the spiritual life of grassroots civil servants. It is necessary to strengthen and pay attention to the selection and appointment of grassroots civil servants, and focus on selecting outstanding civil servants from the grassroots to leadership positions. Those civil servants who have been rooted at the grassroots for a long time, have worked hard and made contributions to the grassroots must be given a high priority and be promoted first.

——Liu Wen, Jintan City Human Resources and Social Security Bureau, Jiangsu Province

"One reduction and one increase" allows township civil servants to feel at ease at the grassroots level

Let civil servants feel at ease at the grassroots level and take root The countryside is a big deal. Based on practical experience, it is recommended to solve the problem through "one reduction and one increase".

Reduce excessive assessment. At present, there is a common contradiction among township civil servants: they have to cope with too many assessments from above and serve the masses below. As a result, the phenomenon of civil servants struggling to cope with the situation and "institutionalization" of towns and villages has emerged, which requires us to carry out assessment system reforms as soon as possible that focus on downsizing, transformation, burden reduction, and two-way. Assessment and evaluation should increase the public's regular evaluation of civil servants, increase public opinion and enhance effectiveness.

Increase treatment and care. Working conditions in townships are difficult, the work content is tedious, and the pressure is high. Using better remuneration to attract outstanding civil servants to work in rural areas is a basic system guarantee, which can be appropriately tilted to towns and villages in terms of salary levels, job promotions, and civil servant promotions. At the same time, attention should be paid to improving office conditions in remote and backward towns.

——Sheng Yonggan, Longmen Town, Fuyang City, Zhejiang Province